Arts and Humanities pattern of progression no different to other disciplines

National Institute for Health Research

That employment policies, practices and procedures should actively promote gender equality A broad range of work actively undertaken by staff is recognised in their career progression and promotion To tackle the unfair treatment often experienced by trans people requires changing cultures and attitudes across the organisation 21 depts plus those in pilot 11 HEIs

Important this is at Unit of Assessment Level so should highlight good of practice at this level

ECU - The gender equality charter mark will extend the Athena SWAN Charter for Women in science, technology, engineering, maths and medicine to the arts, humanities and social sciences and aims to address gender inequalities and imbalance in the sector, in particular, the underrepresentation of women in senior roles. The charter mark covers academic staff, professional and support staff, men, women and gender identity. ERCounts - Funded by HEFCE, with aims to; bring about change in culture &amp; practice and build capacity raise profile of E&amp;D for research staff amongst PIs and senior management Project outcomes two successful events high quality E&amp;D development resources targeted stakeholder briefings network of institutional champions

eg have you analysed your PRES, CROS, PIRLS data at department/UoA level? By gender etc? RGEF: discussed their issues about Maternity leave and pay and made clear that a lot of the queries were myths, out of date or misunderstandings. I was surprised by the range of understanding about the funding process (our payroll is used by the RCs who employ RAs to yes they are our employees and we have (limited) funding schemes in place for cover and help with return to work) and about indirect costs.

2.
Equality and Diversity
• RCUK promotes and supports equality and
diversity within research at all levels.
• The rewards of diversity are significant:
– recruiting staff from the widest possible pool
unlocks talent and thus contributes to the success
of research and brings major benefits to the UK's
economy and society.
• However, despite positive progress, there are still
too many groups under-represented
• RCUK's emphasis on E&D will stimulate further
action across the research community.

3.
Key Issues
• Women underrepresented in senior positions –
19.1% of all professors; 28% of all academic
senior managers
• Asian and black academics less likely to be
professors vis-a-vis white peers; all BME groups
less likely to be academic senior managers
• Academics with declared disability more likely to
be on teaching only contracts
Source: ECU Equality in higher education: Statistical report 2011
http://www.ecu.ac.uk/publications/equality-in-he-stats-11

5.
Philosophy
• only 35% of philosophy PhD students in the UK
are female, compared to 61% in English and 53%
in history
• proportion of permanent post-holders in UK
philosophy departments who are women stands at
roughly 24%, despite the fact that roughly 46% of
single and joint Honours undergraduates are
women
Women in Philosophy in the UK:
A report by the British Philosophical Association and the
Society for Women in Philosophy UK

6.
Challenging Questions
• Why do individuals from traditionally
disadvantaged backgrounds still find it harder to
secure & develop established positions in HE?
• Why do we have such big drop-out rates in
research careers?
• Why do we have cultures and practices in place
that make it harder for those in certain groups to
progress?

8.
ECU Gender Equality Mark
• The gender equality charter mark will extend the
Athena SWAN Charter for Women in science,
technology, engineering, maths and medicine to
the arts, humanities and social sciences
• aims to address gender inequalities and
imbalance in the sector, in particular, the
underrepresentation of women in senior roles
• Some additional areas of focus have been added
to the gender charter mark trial which will include
applications from over 30 institutions and
departments

10.
Research Environment Evidence
REF Research Environment requires evidence of
vitality and sustainability in respect of
•research strategy
•people (staffing strategy and staff development;
•and research students)
•income, infrastructure and facilities
•collaboration and contribution to the discipline or
research base

11.
Research Environment Evidence
• Evidence of support for equality and diversity
• Integration of early career researchers into the
wider research culture
• The availability of career development for
researchers at all stages
• The use of coaches and mentors to support
researchers and research leaders
• Exchanges between academic and other sectors
through recruitment and secondment of staff

12.
Research Environment Evidence
• Evidence of a commitment to implement the
principles of the Concordat to support the Career
Development of Researchers
• Evidence of provision of support for research
careers
• Research students’ skill development and career
guidance

13.
RCUK Equality and Diversity
RCUK expect those in receipt of Research Council
funding to:
• promote and lead cultural change in relation to equalities
and diversity
• engage staff at all levels with improving the promotion of
equality and diversity
• ensure all members of the research workforce are trained
and supported to address disincentives and indirect
obstacles to recruitment, retention and progression in
research careers
• provide evidence of ways in which equality and diversity
issues are managed at both an institutional and
department level

14.
RCUK Equality and Diversity
RCUK recommend that the evidence includes:
•participation in schemes such as Athena SWAN, Project
Juno, Investors in People, Stonewall Diversity Champions
and other similar initiatives to demonstrate departmental level
action
•input prepared for the Research Excellence Framework
research environment at unit of assessment level
•appropriate benchmarking data (e.g. heidi equality reports
from HESA data)
•evidence of the application of the Vitae ‘Every Researcher
Counts resource’ to support this work
•other available and pertinent management information

15.
Equality and Diversity
RCUK will:
•review the overall effectiveness of the approach at
a Departmental / Institutional level through its Audit
and Assurance Programme
•discuss equality and diversity at Institutional visits
•reserve the right to introduce more formal
accreditation requirements for grant funding should
significant improvement not be evidenced.

16.
Implementation
Data Analysis and publication
• As funders
• As employers
Toolkit for RC staff
• What questions should we ask to drive change at
a department level?
Briefing/FAQs on Maternity Leave and Pay
• What needs to be included for staff and students?
Assurance
• Questions related to the RCUK statement

17.
Overview
• Range of drivers, expertise, processes and
activities
• Need to look in depth at discipline areas both by
institutions and the sector
• Sector bodies are working together, sharing
strategies, activities and practice
• Evidence of impact should follow